Strategic Human Resource Management

This assignment delves into the critical role of Strategic Human Resource Management (SHRM) in achieving organizational goals. It examines influential frameworks like the Resource-Based View and investigates the connection between HR practices, mediating mechanisms, and desired organizational outcomes. The analysis draws upon scholarly articles and real-world examples to illustrate the impact of SHRM.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ...........................................................................................................................1
TASK 1 ............................................................................................................................................1
1.1 Distinguish between personnel management and human resource management..................1
1.2 The function of the human resource management in contributing to organisational
purposes.......................................................................................................................................2
1.3 Evaluate the role and responsibilities of line managers in human resource management.....3
1.4 Impact of legal and regulatory impact on hum,an resource management.............................4
TASK 2.............................................................................................................................................4
2.1 Reasons foe human resource planning..................................................................................4
2.2 Stages involved in human resource planning........................................................................5
2.3 Comparing between recruitment and selection process in two organisation.........................6
2.4 Evaluation of effectiveness of recruitment and selection techniques....................................7
TASK 3.............................................................................................................................................8
3.1 Link between motivational theory and reward......................................................................8
3.2 Factors of job evaluation and factors determining pay..........................................................8
3.3 Effectiveness of reward system.............................................................................................9
3.4 Methods for monitoring employees performance................................................................10
TASK 4...........................................................................................................................................10
4.1 Reason for cessation of employment...................................................................................10
4.2 Employment Termination Procedure used by the Organisation:.........................................11
4.3 Impact of legal framework on employment cessation:........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES ..............................................................................................................................13

INTRODUCTION
Human resource management refer to the managing the overall human activities in the
business. HRM helps to improves the employees performance. HRM is very important concept in
the field of management because employees are the important part of the company which needs
to be taken into consideration (Agrawal, Khatri and Srinivasan, 2012). HR is refer to managing
the people of the organisation and make policies for functioning them. There is different
department to look after the HR activities such as recruiting the people, giving rewards, training
and development, performance appraisal etc.
The company which is taken into the consideration in this report is Posh Nosh Limited. It
is one the SME's. The company already has the 10 outlets in the London. The company is
providing the fast food. Services offered by the company are eat-in. Take away and catering
services.
This report consist of difference between personnel and human resources management.
The functions of the human resources management. Roles and responsibilities also discuss in this
report. Why HRM planning is necessary for the organisation. What are stages which involves in
human resources planning. Various motivational theories are studied in this report. Methods
which are used in evaluating the performance of the employees. The report also consist impact of
the legal framework on employment.
TASK 1
1.1 Distinguish between personnel management and human resource management
Human resources management is new version of the personnel management. There are
slightly different from each other. Following are the difference between personnel and human
resources management.
 Personnel management is the traditional and old approach of managing and controlling
people in the organisation. Whether human resource management is the moddern
approach to handle the people in the enterprise.
 Personnel management focus on the personnel activities such as labour relation and
welfare of employees. While HRM focus on the development, motivating and
maintaining the HR resources of the company (Albrech, 2011).

 PM concept study that people of the organisation help to convert the input to output.
Whether HRM implies that human are important resources for the enterprise by which
company can achieve its goals and objectives.
 Function taken into the PM is for the employees satisfaction whether the function taken
for the HRM is for the goals achievement.
 Under the personnel management the job design is done through the division of the
labour. While under the human resource management the job design is done through the
team work (Armstrong and Taylor, 2014).
 In traditional approach the employees provide less training and development but in
modern approach the employees are given more training and development and this can
give the employees more opportunities.
 In traditional approaches decision are made by the top level of management. All rules and
regulations are implied by the top management. But in modern approach the decision are
taken by HR department and top management collectively. In modern approach company
considered the employees participation, authorities, competitive advantage to take the
decision.
 Personnel management focus on the customer satisfaction. Human resources management
focus on the employees efficiency, culture, productivity etc.
1.2 The function of the human resource management in contributing to organisational purposes
Human resources management is part of the management which take care of the
maximization of the employees productivity. If the organisation wants to achieve the objectives
and target they need to concern the human resources management. Small medium enterprise
developing its human resources very carefully and properly because it can have the large impact
on the enterprise. Human resources can decide the enterprise success and failure. The
department is responsible for enhancing the skills, knowledge,abilities of the employees. This
process incurred lot of time and money and it also give the success and growth to the
organisation. Following are the main functions of the performed by the manger to achieve the
targets (Armstrong, 2011). Training and development: Manager should give the proper training and development to
there employees so that their efficiency should increase and employees can work in more
effective manner.

 Employees acquisitions: Recruitments of the organisation can be done in proper manner.
The right person should appoint for the right position. So that the employees can perform
well according to their skills, knowledge and ability. Project management: The company should follow the steps and procedure in a manner
so that they can mange the project activities and expenses incurred in the project (Barney,
Ketchen Jr and Wright, 2011). Change management: Manager is responsible to bring the changes in the area where its
required and adopt the new techniques to replace the old one.
 Remuneration: Manager has the responsibility to to give the salary to its employees on
time and also gives the rewards to motivate their employees to work effectively and
efficiently.
1.3 Evaluate the role and responsibilities of line managers in human resource management
Line managers are those who mange the team, employees, different departments etc. the
line manager is responsible for the prepare the report on the employees performance and present
the report to the top management. These managers has the managerial and supervisor
responsibility. Following are the functions of the line managers.
 Managing people in day to day process.
 Assign the work and rotation of work.
 Monitor the employees performance.
 Check the quality of work.
 Providing technical expertise.
The task which line manager perform comes under the human resource management. The
task which line manager perform are as follow. Performance appraisal: In this line managers evaluate the each employee performance
working in the company. The appraisals has been done to give the reward, incentives to
the employees giving good performance in their task (Batt and Colvin, 2011). Discipling employees: Line managers are responsible for the maintaining the discipline
among the employees. So that employees gives their constant performance. If the
discipline is not maintained properly the employees can not able to achieve the targets.
 Employees engagement: The main responsibility of the line manager is to assign the task
to the employees And evaluate the performance of the employees. Manager has to ensure

that the employees are satisfy which the company atmosphere so that they can do the task
with more sincerity (Boselie, 2010).
1.4 Impact of legal and regulatory impact on hum,an resource management
Human resource management is very important department for Posh Nosh Ltd. Company
because it directs the company on the right path way that will help the company in achieving the
desired result or outcome. There are many laws and regulations that are made by government for
protecting the rights of employer or employees. Human Resource department should keep in
mind these rules and regulations before implementing any strategy. If company don't follow it
then company is penalized according the government rules. For this only HR will be liable if
company don't follow it. There are certain laws related to employment which are as follows -
 Equal Pay Act 1970 – According to this act ,employer have responsibility to pay equally
to the employees if they are working same. He should not discriminate the employees on
the basis of race, colour ,cast ,religion etc. If company does discrimination then it will be
liable for it.
 National Minimum Wage Act 1998 – Government has fixed the amount for salary and
wages that should be given by every employer. Salary is given by employer on the basis
of hour ,productivity of employees. For those people whose age is between 18 -21 then
salary will be given to them 3.50 to 3.80 per hour (Boxall and Purcell, 2011).
 Employment right act 1996 – This act protects the rights of employer as well as
employees. While doing recruitment ,interviewer should provide equal opportunities to all
candidates. There should be no discrimination.
TASK 2
2.1 Reasons foe human resource planning
Human resource planning is very important because it helps in knowing the required no.
of people at right place and at right time. In this human resource department does planning about
man power need to the company and decides the sources of recruitment. It is helpful in at the
time of emergency. In other terms it can said that human resource planning is a process by which
company can know about the human resources need and when and how it will need the human
resources. There are many reasons for doing human resource planning which are as follows-

 Future need – It is very helpful in knowing the need of man power for future. By this
company can plan about human resource needs in advance that saves the time of Posh
Nosh Company (Carter and Liane Easton, 2011).
 Eliminating risk of over staffing or under staffing – It helps in reducing the risk of
over staffing and understaffing because in this company plans the current need of man
power as well for future. Here is no option of this risk.
 Recruitment of qualified employees – This planning is helpful in recruiting the best
qualified person who is fit for the job and can add value in the organisation.
 Development of employees – It is also related to development of an employee who are
working in an organisation. This development helps the organisation for promoting the
change and will enhance their skills.
2.2 Stages involved in human resource planning
Human resource planning is helpful in reducing the uncertainty in future and enhance the
manpower. For start the process of human resource planning, firstly HR manger should set the
organisation objective which can be achieved through this process. Human resource planning
process are as follows -
 Analysis of organisational objectives- Firstly HR manger should analyse the
organisational objective which need to be achieved by the process. All department in an
organisation like production, sales etc. should align the objectives with organisational
objectives.
 Inventory of existing human resources – Posh Nosh should keep the human resources
as an inventory that will help in emergency situation (Chang, Gong and Shum, 2011).
 Forecasting demand and supply of man power – HR manager should forecast the
demand and supply of manpower for the entire organisation.
 Estimating personnel gap – HR planning is helpful in filling the gap of man power that
are exist in an organisation. HR evaluates the whole process on the basis of no. of
vacancies.
 Formulation – After forecasting the demand and supply of man power ,Posh Nosh Ltd
takes action that depends on the situation of the company. If company is in deficit then
recruitment and selection ,training process is terminated (Flamholtz, 2012).

 Monitors ,controls and feedback – In this company implements the plan. In this man
power is allotted according to the company 's need. A HR has to evaluate that plan is
implementing according to the standards or not. If not then it takes corrective action.
2.3 Comparing between recruitment and selection process in two organisation
Recruitment means to invite the applications from various sources and from those
application ,company hire the best qualified candidate according to the job requirement.
Company should select the best system that will help in achieving the competitive advantages
over the competitors. For this HR management is very helpful that provides efficiency and
effectiveness to the company. Recruitment and selection process of Posh Nosh Ltd. And
McDonald are as follows -
Basis Posh Nosh Ltd. McDonald
 Job analysis
 Application
 Activities
 Liability
 Panel
 It is easy to do job
analysis.
 Receiving application
from various sources
are very easy.
 It is based on
advertising system
(Gatewood, Feild and
Barrick, 2015).
 In this job officer is
liable for total
recruitment process.
 Filters the application.
 It follows complex
process.
 It is just opposite to
Posh Nosh Ltd.'s
process.
 It is based on planning
which helps in
advertising.
 In this job officer is not
only liable for this
process.
 Viva board exist for
filtering the
application.
Here Posh Nosh Ltd. Is able to develop a better plan to compete with much bigger
competitors like McDonald. Today they have a plan that helps the company in achieving the
desired result. If company will not adopt it then it can not utilize the resources effectively and

efficiently. Currently Posh Nosh Ltd is adopting the best techniques that is helping in achieving
the positive result (Salvendy, 2012).
2.4 Evaluation of effectiveness of recruitment and selection techniques
If Posh Nosh Ltd. Want to get success then it should adopt the best techniques for
recruitment and section and should enhance their skills and capability. Company should use
proper channel for supply of human resources at the time of need and also should provide the
training and development programme for enhancing the skills of man power. There are no. of
factors to analyse the effectiveness of the process-
 Developing job advertising database – For controlling the cost of advertising,
company should keep the advertising database. From this company will be able to attract
the most qualified employees (Scullion and Collings, 2011).
 Use of template letters – If company want to save time then it should made template
letter which consist of ready made letter and just have to be filled with name and orders.
This letter is very helpful at the time of recruitment process.
 Relationship building – HR process is helpful in building the relationship with in
organisation and maintains good relationship with members.
 Quality of hire measurement – While conducting recruitment and selection
process ,there should be maintained good quality of process that helps in maintaining
the best qualified personnel.
 Candidates interview -It is a step where company selects or rejects the candidates on
their performance at the time of interview. HR manager have to make sure that the
company is able to get from the candidates who passes the interview.
Posh Nosh Ltd should do evaluation of recruitment process time to time (Stredwick, 2013).
TASK 3
3.1 Link between motivational theory and reward
A HR manger have responsibility to create link between better performance and reward
system. Motivation of employees is very important for company because if employees will be
motivated the they will perform efficiently and effectively and then they will get good reward.
There is a direct relationship between motivational theory or reward. If employee will perform at
the higher rate then they will get high amount of reward (Tyson, 2014).

If employee is place at the right Job then they will get motivated on its own motion.
Better motivation helps in achieving the high result. Motivation can be of two types one is
extrinsic and intrinsic motivation.
Employees will be motivated if employer will provide the good rewar5d to them if they
are producing positive result for the company. For example – employees will be motivated if
employer will give them incentives ,bonus ,gifts etc.
Motivation is of two types one is positive and second is negative. If mangers uses positive
motivation, it should give monetary benefit or reward to the employees. It is the best way to
getting the best qualified employees. They require incentives in terms of money. Negative
motivation will be used when employees are not performing well then employer have right to
give punishment to them.
Manager has responsibility to link the reward with motivational theory in that way that
will help in enhancing the performance. As soon as the employees start achieving the result in
effective manner then it is the responsibility of manager to compensate them properly.
3.2 Factors of job evaluation and factors determining pay
HR manager have to do job analysis before conducting job evaluation programme and
Posh Nosh Ltd. Should ensure that HR manger should analyse the job properly. Analysing the
job profile, complete job description for each position can be determined.
Job evaluation process look at the different aspects of the job held by the employees. It is
very important to know the skills, knowledge and abilities of the employees as per the
requirement of job. Manager have responsibility to identify certain leadership quality, customer
handling, employees total capabilities etc. Job evaluation is very helpful in assessing the working
environment ,complexity of work and KSA of the employees (Tang and Tang, 2012). These days
organisation uses computer aid which measures 28 exempt and 17 non work dimensions. By the
use of this software the relative worth can be determined.
There are many factors which helps the organisation to determine the pay structure of
employees which are as follows -
 Organisation ability to pay how much amount can be given by the company.
 Educational qualification
 Awards

 Competitors while giving the salary or wages, Posh Nosh should evaluate the competitors
strategy then accordingly set the strategy for pay.
 Position of the employees – Company gives the salary according to their position or job
responsibilities.
 Government regulation – There are many factors that affects the pay structure of the
company. Every company have the responsibility to follow these regulation
(Kraaijenbrink, Spender and Groen, 2010).
3.3 Effectiveness of reward system
Reward system is a system according to which organisation gives rewards to its
employees for performing certain task in a above expectation level. The reward system is
developed as to motivate the employee to work harder and in efficient manner to get more
monetary and non monetary incentives as rewards. Posh Nosh is being taken as the company
whose reward system will be analysed. Posh nosh gives different rewards to its different
employees according to their job profile, task completed and goals achieved. For each quarter all
the employee can get incentives if they achieve all the standards as set by the management. These
incentives help the company in improving the quality of services their employees give to
customer. Every month one employee is selected as the employee of the month. This gives him a
different level of satisfaction.
Managers have to take care of these type of employees who can create a negative
environment by giving them better incentives which match their desires and companies cost. It is
very important as they will have to keep their cost low while giving out more rewards to keep the
employees satisfied (Jiang and et. al., 2012). The employee of the month get extra benefits like a
gift voucher from the company which allows them to get free meals in next 3 months . His name
is also put up on the companies notice board which makes his image and personality much better.
There are some employees who are still not happy with the reward system as they feel it is biased
and do not gives out enough incentives for their performance.
3.4 Methods for monitoring employees performance
There are many methods that helpful in monitoring the employees performance. HR
manager of Posh Nosh Ltd. Also uses methods for monitoring the employees performance.
Following are the methods that helps in evaluating the performance of the employees which are
as follows-

 Observation –HR manger can evaluate the performance of employees through
observation. With this manger can know about their performance and ensures that
employees are working according to the standards or not if not then it takes corrective
action (Gatewood, Feild and Barrick, 2015.).
 Daily reports -Manager should ask daily reports from employees that contains about the
work. After each shift completed by employee and manager the data is put up on
portal/database.
 Interview – Manager should take interview of every employees for taking feedback about
the working. It can be conducted periodically. In this manager will ask about problems
that may be faced by employees while doing the work.
 Time log- It is maintained by the company so that it can evaluate the performance of the
employees. In this it contains about the arrival timing of the employees and contains the
going time of employees.
 Feedback – Manager can evaluate the performance of the employees by taking feedback
about their performance. If management finds positive feedback then it will send the
positive feedback and vice versa (Hendry, 2012).
TASK 4
4.1 Reason for cessation of employment
Cessation of employment means termination from the employment. It can be voluntary or
mandatory by the employees. There are many reasons that for cessation of employment which are
as follows -
 If any employee has broken the rules and regulation of the company and has disturb the
decorum of the company.
 If employer is not providing good working conditions to them and doing discrimination
and not providing fair remuneration then employees will leave the organisation.
 For working in a company, there is requirement that employees will adopt
professionalism but some employees don't follow it then it may result the cessation of
employment (Tang and Tang, 2012).
 If employees behaviours or attitude is not good as per the requirement and doing
behaviour in wrong behaviour then there may be cessation of employment.

4.2 Employment Termination Procedure used by the Organisation:
The employment exit procedure used by Posh Nosh and M&S organisation are:
When an employees leave the organisation or is terminated from the organisation. The persons
need to perform a number of task to leave the organisation. The employee will be automatically
terminated if the present company found that he is also working in some other organisations. The
employees who are terminated will not any any access on the property and other tools of the
company.
Exit Interview : Exit interviews are good to reveal the existing information about the
company, the management and the work team, the working environment of the company and the
process and the overall system. A well conducted exit interview can provide a snapshot of the
company. Exit helps helps to provide the employees with the constructive feedback from the
employer and to leave a positive word count with mutual trust on the organisation. The employer
should try to avoid complains, blames and despite as a part of exit interview because the
employee is leaving the organisation and thus he should not take any negative wordings from the
organisation.
4.3 Impact of legal framework on employment cessation:
Employees may be terminated from an organisation by resigning or the employer may
terminate by contract by dismissing an employee of the organisation. When a person is working
in an organisation he she is responsible to that organisation and need to inform the organisation if
they want to leave it because the company wants to retain its employee. A lot of money is spend
on the employees retaining program and the loss is beard by the company when a employee
leave.
 The employees who wanted to voluntarily leave the organisation may give an application
in writing that they wants to leave the organisation. By the law of the land the employees
should give notice in one month advance or in one week whichever best suits to the
policy of the organisation.
 The employer gives one month advance notice to the employees which is stated in the
contact of the employment or the minimum notice period whichever is longer. The notice
required should be made according to the conditions of employment:
 One week for each period of the employment activity (Talib and et. al., 2011).
Example: If the employment was for three year than the notice period will be three weeks.

 The dismissal without notice can be conducted if the employee has done gross mischief
in the organisation. Where the situation has been created where the employer will have no
choice but to take serious action against the misconduct.
CONCLUSION
This is to conclude that project assignment is all about the Human resource includes all
the overall activities of the organisation. It focuses on how the activities of the organisation are to
be conducted which helps in smooth running of all the functions of the organisation and thus
utilizing the resources of the organisations in an effective and efficient way. The main function of
HR is starter of the candidate which have the potential to do the job in an effective manner and
the person can generate output for the organisation. Choice of the right candidate at the right
place and at the right times which best suits with the needs of the organisation.

REFERENCES
Books and journals
Agrawal, N.M., Khatri, N. and Srinivasan, R., 2012. Managing growth: Human resource
management challenges facing the Indian software industry. Journal of World Business.
47(2). pp.159-166.
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest.19(7).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Barney, J.B., Ketchen Jr, D.J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management.37(5).pp.1299-1315.
Batt, R. and Colvin, A.J., 2011. An employment systems approach to turnover: Human resources
practices, quits, dismissals, and performance. Academy of management Journal. 54(4).
pp.695-717.
Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-
Hill Education.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Carter, C.R. and Liane Easton, P., 2011. Sustainable supply chain management: evolution and
future directions. International journal of physical distribution & logistics management.
41(1). pp.46-62.
Chang, S., Gong, Y. and Shum, C., 2011. Promoting innovation in hospitality companies through
human resource management practices. International Journal of Hospitality
Management. 30(4). pp.812-818.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Hendry, C., 2012. Human resource management. Routledge.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Jiang, K and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kraaijenbrink, J., Spender, J.C. and Groen, A.J., 2010. The resource-based view: a review and
assessment of its critiques. Journal of management. 36(1)pp.349-372.
Mathis, R.L. and Jackson, J.H., 2011. Human resource management: Essential perspectives.
Cengage Learning.
Mathis, R.L. and Jackson, J.H., 2011. Human resource management: Essential perspectives.
Cengage Learning.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Stredwick, J., 2013. An introduction to human resource management. Routledge.

Talib, F and et. al., 2011. Total quality management and service quality: an exploratory study of
quality management practices and barriers in service industry. International Journal of
Services and Operations Management. 10(1). pp.94-118.
Tang, T.W. and Tang, Y.Y., 2012. Promoting service-oriented organizational citizenship
behaviors in hotels: The role of high-performance human resource practices and
organizational social climates. International Journal of Hospitality Management. 31(3).
pp.885-895.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Weber, Y. and Fried, Y., 2011. Guest Editors' Note: The role of HR practices in managing culture
clash during the postmerger integration process. Human Resource Management.50(5).
pp.565-570.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal. 21(2).
pp.93-104.
online
Responsibilities of the Line Managers in HR. 2017. [online]. Available
Through:<http://smallbusiness.chron.com/responsibilities-line-managers-hr-
35205.html>. [Accessed on 18th May 2017].
Difference Between Personnel Management And Human Resource Management. 2017. [online].
Available Through:<http://accountlearning.blogspot.in/2013/01/difference-between-
personnel-management.html>. [Accessed on 18th May 2017].